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We hope that this will be helpful to:

point you to sources of support during your pregnancy

clarify who needs to be informed, when and how

The document includes embedded links to all the forms that are required by NHSE (download document to access links.)

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To help you plan your return to work, this document includes links to NHSE forms and SuppoRTT resources (download document to access links.)

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BMA information on your rights as a working parent including useful information about 'Keeping in Touch' (KIT/SPLIT) days.

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The British Medical Association is the trade union and professional body for doctors in the UK.

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KIT days allow employees to work up to 10 keeping in touch days during their maternity or adoption leave without bringing the leave period to an end.

For doctors, they can be a positive way to keep up-to-date with developments in their specialty, department or with their employer while they are away.

The NHS Scheme states that to facilitate the process of keeping in touch 'it is important that the employer and employee have early discussion to plan and make arrangements for keeping in touch (KIT) days before the employee's maternity leave takes place'.

For doctors not covered by the NHS Scheme, they will be covered by whatever contractual maternity leave scheme exists within their employment.

Keeping in touch days are voluntary. Both employee and employer need to agree to them. You cannot be forced to work a KIT day and you must not be treated unfairly for refusing.

If you have arranged to work a KIT/SPLIT day but you are unable to do so because of sickness or childcare difficulties your employer should not penalise you.

What type of work can be done on KIT days?

KIT days can cover any work activities. They can be used to attend a conference or team meeting, or to participate in training or development activities. The type of work you will do on a KIT day should be mutually agreed with your employer before you go into work.

When can KIT days be worked?

An employee cannot work during the two weeks of compulsory maternity leave immediately after childbirth. KIT days can be worked any time after this, up to the end of the maternity/adoption leave period. Any KIT days worked do not extend the maternity/adoption leave period.

KIT days can be consecutive or non-consecutive.

Any work done, even if it is just a few hours, will count as one whole KIT day.

How much will I get paid for KIT days?

There is nothing in legislation which sets out how KIT days should be paid. It is to be agreed between the employer and employee.

The NHS Scheme provides for employees to be paid at their basic daily rate for the hours worked less appropriate maternity leave payment for KIT days worked. It is advisable to agree with your employer in advance in writing how much you will be paid for working a KIT day to avoid any confusion.

In recent changes to NHS Terms and Conditions that apply to junior doctors in England, it was clarified that if a KIT day is worked during a period of maternity leave that is fully paid, the employee will be given an additional day off in lieu, and if they work during a period of maternity leave when half pay applies, they will be given an additional half day off in lieu.

What if I'm breastfeeding when I'm asked to work a KIT day?

If an employee is breastfeeding, the employer must carry out a risk assessment and ensure facilities are provided in line with the standard health and safety provisions that govern pregnant women and breastfeeding mothers at work.

More information about breastfeeding

What about help with childcare so I can work a KIT day?

Under the NHS scheme, employers are encouraged to consider the scope for reimbursement of reasonable childcare costs or the provision of childcare facilities to enable employees to take up the opportunity to work KIT days, however this is not mandatory.

Shared parental leave in touch (SPLIT) days

Couples who have taken SPL (shared parental leave) are also entitled to work, without bringing their leave to an end. Each parent taking SPL can work up to 20 'shared parental leave in touch' (or SPLIT) days while on SPL without their statutory leave or pay being affected.

These days are in addition to the 10 KIT days available during the maternity or adoption leave period. For example, if a mother or adopter, formally ends her maternity leave and goes onto shared parental leave, she is entitled to up to 20 further days. Her partner is also entitled to 20 SPLIT days during any SPL that they take.

The principles outlined above for payment of KIT days should apply.

Many employers have additional policies setting out the arrangements for employees taking KIT or SPLIT days. Your employer's HR department will have the details of this.

For more information on SPLIT days see 'What is shared parental leave?'

Where an employee does not satisfy the qualifying conditions for the NHS Scheme she may be entitled to statutory maternity pay or the maternity allowance (see Statutory Maternity Pay and Maternity Allowance ).

All employees have a right to take 52 weeks of maternity leave whether they return to NHS employment or not.

What should my employer be doing to ensure the rules are followed?

Following the changes to the NHS Scheme employers now have a greater responsibility for ensuring that everything is dealt with properly.

Following discussions with the employee they should confirm the following in writing:

the employee's paid and unpaid leave entitlements, either NHS Scheme or statutory

unless an earlier return date has been given by the employee, her expected return date based on 52 weeks' paid and unpaid leave entitlement under the NHS Scheme; and

the length of any period of accrued annual leave which has been agreed may be taken following the end of the formal maternity leave period

the need for the employee to give at least 28 days' notice if she wishes to return to work before the expected return date.

Before the employee goes on her maternity leave, agreement should be reached with the employer on any voluntary arrangements for keeping in touch during the maternity leave period including:

any voluntary arrangements to help her keep in touch with developments at work and, nearer the time of her return, to help facilitate her return to work

keeping in touch with any developments that may affect her intended date of return.

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Returning to work and your rights as a working parent

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Guidance for doctors on returning to work, changing hours, flexible working, breastfeeding, parental leave, and what to do if you're not planning to work. You can also read real-life stories from working medical parents.

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Whether returning from OOP, parental leave or sick leave, if you have been out of training for >3 months please read this for information on how to support your return to training! (download document to access links)

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If you are affected by any complication as part of your pregnancy journey, whether fertility issues, pregnancy loss, pregnancy complications, traumatic delivery, neonatal concerns or postnatal depression please consider contacting our Workforce Behaviour Champions who will put you in touch with a trainee in the Support Network who has experience of similar issues for peer support and advice.

There is a Champion for each region, however you can contact any Champion. The confidential list will also be held by an NHSE fellow if you prefer to contact a trainee.

Contact:

NWL: bryony.jones3@nhs.net

NCEL: marianne.wild@nhs.net

SL: gabrielle.bambridge@nhs.net

Trainee: natasha.sharman@nhs.net

If you feel you are able to offer peer support, please contact natasha.sharman@nhs.net to be added to the network list.

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Pregnancy Loss Guidance for Resident Doctors

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Pregnancy Loss Guidance for Resident Doctors

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Endorsed by NHS England. Details:

entitlement to time off

entitlement to financial assistance

sources of support